Human Resource Information System Design and Implementation - Term Paper Example

Human Resource Information System Design and Implementation College: Introduction The success and flourish of companies atpresent and in the future greatly depend on the management and the activities partaken on the elements of the human resources. The management of human resources in institution shapes and determines the overall development of productivity. Human resource is a significant aspect of achieving an effective performance in any institution through the facilitation of changes that are positive. This is the reason as to why there is the need to focus on improving the human resource areas, and this can greatly be achieved through the human resource information system. This project focuses on the analysis Human Resource Information System, scrutinizing the effectiveness of the systems while analyzing the existing systems. The project will assess the areas of Information Systems in Dubai Islamic Bank, how the company applies information system, with the main areas of concern that an improvement can be done especially on records, bark logs in jobs, personnel data control, time constraints among others. Literature review The field of human resource information system can be referred to as a developing field in the human resource development. Articles on human resource information systems are scanty and few both in print and the internet, therefore, explaining the reason of full potential of human resource information systems is yet to be achieved. The introduction of the personal computers back in the 1980s ushered in a period of technology whereby just a mere 15 percent of the students and employees used computers. However, this percentage was later to increase up to 30 percent in 2000, ushering in a new era and a new formation in the human resource departments on different institutions. The present Human Resource Information System is based on a devolved and routine compliance and administrative functions which are traditionally performed by the various Human Resource departments. These HR departments are usually given the space to outsource and facilitate the human resource (Deb, 2009). In so doing, not only do the businesses have the platform of reassessing the need to retain the internal Human Resource capabilities, but also reduce the general costs that are associated with the delivery of the HR significantly. Moreover, the HR professionals get the opportunities provided by the HRIS to enhance their ability and efficiency to contribute to the directions that are strategic to the company. This is through the devolution and automation of the several HR routine tasks in line with the management, therefore providing the adequate time that is needed for the dedication of attention towards the tasks that are strategic and critical to the business. These levels include management of talent, the development of leadership among others (Deans & Karwan, 1993). The HRIS is also vital for the provision of an opportunity to the HR to be at a more strategic role as they are able to generate several metrics that are applied in the support of making decisions in the company. The literature that exists suggests that HRIS have various impacts on the Human Resource and the eventual operation and success in businesses. However, the same provides for an explanation towards the existing of variations. The most recent discussions pertaining to organizations and technology have sheltered around the social contexts, seeking to achieve a developed framework while acknowledging the social and material characters of technologies. This includes the HRIS. There has been an approach referred to as the Social Construction of Technology- SCOT which has challenged the idea of technological artifacts and technologies having fixed and pre given meanings, instead arguing that the selections and designs of technologies are subject to contestation and are open. Hence, social groups that are relevant and imperative flexibility are seen to be the characteristics of technology, promoting particular interpretations of the technology itself. In the same SCOT tradition, the approach of technology in practice recognizes the fact that it is impossible to separate the social relations in the surrounding from the technology. Flamholtz (1999) asserts that the structure of technology in practice is characterized by an enactment by the different users of that technology because the technology is used in ways that are recurrent. The study analyzed in this project, was mooted by undertaking a preliminary study based on the use of the HRIS by the Dubai Islamic Bank. The survey established that even though a larger number of organizations using HRIS have had improvements in their management, there are different application methods being applied and varied extents of use. Moreover, the exploitation of the HRIS was not being put into full utilization. For instance, only 34 percent of the organizations with HRIS were found to be applying it in the planning of their staff out of the 91 percent of the organizations. This study seeks to gain a lot of insight into the said results by exploring the HRIS impact on the functions of the Human Resource especially at the Dubai Islamic Bank vis-à-vis the use of an amalgamated case study. The project specifically examines the design and the implementation of the Human Resource Information System and the eventual contributions of the Human Resource through the effective use of the systems. Analysis The adoption of HRIS by a company presents a lot of solutions to the company’s HR. The solutions offered by this adoption positively impact on various areas of a company including the recruiting, compliance, human resource, payroll, training, general operation of the company among other uses. A quality HRIS usually comprise of designs that are flexible and that feature integrated databases that contain a large variety of the available features. This usually includes the ability of creation of various reports, accurate analysis of information and easier management of the workforce. The HRIS have advantages even on the administrators of human resource that make it easier to run the tasks. The exchange of information is easily done when a company uses HRIS without necessarily using papers as there is a provision basing a single location for company policies, external web links and announcements. This centralized location is designed in such a way that it can easily be accessed by the employees from whichever point one is within the organization. This goes further in the reduction of redundancy in the institution. For instance, the employees wishing to complete the activities which frequently recur can easily take care of the situations in an automated manner without necessarily needing the intervention or supervision of human labor. This eventually results to need of less approvals and lesser paperwork (Ibach, 1999). Dubai Islamic Bank Case study: Human Resource Information System The Dubai Islamic Bank uses information systems in the running of the organization. At the bank, there is what is referred to as Transaction Processing System- TPS which is an information system form that is used to aid various tasks. These include retrieving, modifying, storing and the collection of all the transactions that are made in the bank. This effectiveness and efficiency in the transaction at the Dubai Islamic Bank offers a means of rapidly processing the transactions and ensuring that the data flow is smooth and that there is progression at the enterprise all the times. At the Dubai Islamic Bank, the HRIS application has seen the bank operate several tasks in an effective way. These tasks include opening of new accounts for customers. Though the employees’ input is needed to obtain all the information regarding the person, all the data is fed to the computer that finally stores the data collected into two different files namely the master file and the transaction file. Another area where the bank applies the HRIS is at the ATM machine in which information is collect and used in the processes of withdrawals, account balance enquiry and deposits (BAGDI, 2012).Through use of a visa card at the ATM, a person enters his or her password and the information system can offer services to that person without a human being necessarily being there. The TPS at Dubai Islamic Bank is involved in ensuring that someone who writes a check has sufficient cash in the respective account to cover the check. The bank not only uses this information system in information and data collection from the customers, but also uses it on the employers. All the employers have their information entered in the system in order to enable them check n all the other employees. Biometric devices are used that trace the thumbs of the employees once they enter through a login process, and the employees are expected to log out once they are about to leave. The device is usually connected to another device that connects several Ethernet devices combining them into a single segment. This device is referred to as the HUB. It makes records of how many hours an employee spends in the bank and the time that the employee enters or leaves the bank. Nonetheless, the bank can monitor all the transactions that are made by the employees through the “LN” which records the transactions. Through this, the efficiency of the employees is easily monitored (Joseph, 2002). Conclusions and recommendations Human resource information system is effective in different organizations. As illustrated above, a good implementation of the same leads to smooth running, effectiveness and more quality in terms of service delivery and operations. However, there are certain complexities that come with the use of HRIS especially on the part of its development. There are many jargons that may be ambiguous, behaviors that are contrary to the followed procedures are expected and at times it gets to be too analytical (K Aswathappa, 2005). The employees are at times unable to connect well and identify with the system only because the simplicity is usually lost on the way. The implementation of the system may at times face resistance but many cautions and adequate training is needed to make it work efficiently. There is dire need to have the HRIS development in an institution despite the fact that there are challenges. Every organizational management, leadership and organization has the desire to have the systems and processes run smoothly and have a development system that is healthy put in place. There is the need to employ rules that would apply on career development, link roles and skills, proficiencies, skill profiling among others. With this, the employers will be able to elevate their human capital to transcendent heights. References BAGDI, S. (2012). Practical Human Resource Information Systems: New Delhi. PHI Learning Pvt. Ltd. Deans, P., Karwan, K. (1993). Global Information Systems and Technology: Focus on the Organization and Its Functional Areas: London. Idea Group Inc (IGI). Deb, T. (2009). Managing Human Resource and Industrial Relations: New Delhi. Excel Books India. Flamholtz, E. (1999). Human Resource Accounting: Advances in Concepts, Methods, and Applications. NY. Springer. Ibach, O.. (1999). CIFORs management information system: from concept to implementation: Bogor. CIFOR. Joseph. (2002). Management Information Systems in Knowledge Economy: New Delhi.PHI Learning Pvt. Ltd. K Aswathappa, (2005). Human Resource and Personnel Management: New Delhi. Tata McGraw-Hill Education. Read More